Flexicrew Receives Client Award for 6th Year

February 7th, 2019   •   Best of Staffing, Staffing, Temporary Staffing   •   no comments   

CHATTANOOGA, TN  (February 7, 2019) – Flexicrew Staffing, a leader in the industrial staffing industry, has earned a nationally recognized Best of Staffing® Client Award for providing superior service to their clients for the 6th time in the last 7 years, this year earning the highest score in Flexicrew history with an average of 9 out of 10 stars.

Client companies rated Flexicrew by taking a simple survey about the service they received, and the scores are tallied by ClearlyRated.com, an independent Net Promotor Score focused survey company. Only the top 1-2% of all staffing companies are rated high enough to earn the Best of Staffing award.

“We are proud to receive this award for the sixth time,” Flexicrew VP and owner, Misty Brennan said. “Every year brings new challenges to our industry and our team works hard to provide the best service, with the speed and flexibility that our clients expect. Client feedback is very important for us. We have to be able to touch base on a regular basis and change and grow based on our clients’ needs. We know that honest and timely feedback is the only way we can truly get better and best our competitors.”

The survey had clients rank their relationship with Flexicrew on a scale of 1-10. A score of 9 or 10 indicates the client has a positive relationship with the company and is likely to recommend us to peer companies. Flexicrew received satisfaction ratings of 9 or 10 from 77 percent of their clients, 2.5 times higher than the industry average of 32 percent.

REAL CLIENT REVIEWS:

Extremely happy working with Flexicrew.”

If there are any issues, and those have been very few, they are resolved promptly and with great attention.”

Good Service.”

The team was very professional and provided a great service and candidates.”

I enjoy working with Flexicrew and they have helped us many times.”

Always had a solid business relationship with Flexicrew.”

Most of the guys I have in my shop have come from Flexicrew.”

About Flexicrew

Flexicrew is family-owned and run since 2008, focusing on fast and flexible staffing solutions. Flexicrew makes use of technology and industry best practices to deliver the most talented and qualified professionals –industrial, skilled and unskilled, clerical – to clients within most major industries. Headquartered in Chattanooga, TN, and have current plans to continue expanding in the TN, GA, SC, and north AL markets.

About Best of Staffing®

ClearlyRated’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based entirely on ratings provided by their clients and job candidates. Award winners are showcased by city and area of expertise on ClearlyRated.com – an online business that helps buyers of professional services find service leaders and vet prospective firms – based exclusively on validated client and talent ratings.

How to Motivate Your Team in 5 Easy Lessons

January 30th, 2019   •   Employee Recognition   •   no comments   

To motivate your team and achieve greater productivity use these 5 ideas that work.

There is one area that ranks high up in what workers want from their job – motivation.

What comes to mind when you want to motivate your team?  Methods like money and praise drive people to work hard.

But, you’ll need to make sure that your team has the incentive to reach for higher levels of excellence. The most successful workers rely on a mix of outside and internal motivation.

Money is the most common motivator used with employees. And money is obviously quite relevant. But it can become a problem if it’s the only type of motivation you offer workers.

Soft motivators are important also because they are what tend to produce energy among workers and keep them going through difficult tasks.

How to Motivate Your Team on a Budget

Actually, how to motivate your team is personal for each different worker.

Encourage workers to figure out what motivates them to reach goals in addition to money. Then help optimize those motivators.  Several benefits result…

  • productivity goes up
  • work stress reduces
  • burnout goes down
  • the whole team gets closer to its individual and team goals.

Similarly, as a manager, it’s not your job to provide your workers with motivation. (You can lead a horse to water, etc.)  But, you can help them figure out what blend of factors drive them to work at their best.

Here are some accepted ideas to motivate your team that don’t involve financials.

1. Employee Value

To find satisfaction in a job well done, workers want to understand the value they deliver.

Do you have an employee who is very satisfied working for your company? That employee is probably driven by a strong sense of purpose and recognizes his value in the company.  Most likely his supervisor gives him adequate and specific feedback on how he’s doing.

Use that motivation to motivate your team by making sure you offer everyone feedback. Share constructive reactions with the team to remind them of why they work.

2. Responsibility

When you set your own goals, you’re more likely to go after them. While the company will have goals for the team, it’s important to let your workers set some individual goals and define how they will achieve them. These goals should be specific, realistic, and challenging.

Also, personal targets that relate back to team and company-wide goals helps with self-motivation.

Employees need a “coach” to advise on company and department goals or provide specific hands-on fine-tuning.  But they don’t need an auditor constantly looking over their shoulder with criticism and micromanaging.

3. Independence

Trust and a level of independence is a great way to motivate your team. Workers’ daily activities feed into working towards the established company goal.  But letting them control how they prioritize their daily schedules or the approach they use can be a great motivator.

Micromanagement is often listed as a key reason someone leaves a job. Instead, managers should ensure their team has the tools and authority they need to make decisions and problem-solve at an appropriate level.   That frees them from having to move everything up the hierarchy for resolution.

4. Rapport

Discuss with your workers your supervision style and the feedback you will offer. Some may find it motivating to have frequent, quick meetings with you to check in and get quick answers. But for others, a less frequent sit-down is more desirable – and effective. Decide with your staff what works best for each member.

Some managers use personality type testing to determine the best working relationship for each team member. Knowing how they think and are likely to act and respond in the workplace helps build rapport between supervisors and each individual worker.

5. Work Environment

Research indicates the environment you work in plays a big role in motivation and success. Workplaces with more natural daylight and places to get privacy or some quiet time promote productivity.

You might add greenery, encourage breaks, and regulate the office temperature. (If you’re unsure, studies have found 70-77° F ideal for peak productivity.)

Do you need more help finding top performers for your team?

Call Flexicrew. As one of  the Southeast’s top staffing agencies, we have years of experience serving employers – and helping them find truly exceptional people. Contact us today to learn more!

5 Proven Strategies to Have a Better Workforce and Increase Employee Productivity In 2019

January 28th, 2019   •   Productivity   •   no comments   

“What do we need to do to have a better workforce?”  “How can we increase employee productivity?”  Last week one of our important clients asked our advice on these important issues.

People Performance

Productivity is fundamental for a business to remain vibrant and flourishing. But, what do you need to do to have a better workforce is usually not top-of-mind when your business is really solid.  But when there are underlying workforce impediments, workforce operations lose their efficiency.  Then, you need to look for ways to have a better workforce.  But…

  • What turns an under-performing workforce into one full of energy and productivity?
  • How do you mold your workers into a more productive and better workforce?

So, here are 5 lessons we have learned about how to increase employee productivity and how to have a better workforce.

1. Hiring Approach

You first need to document a superior hiring procedure.  One that is methodical ensures you have a better workforce:

  • List the results you expect from each position.  Takes some thought, but well worth it.
  • Develop job descriptions that clearly outline the performance responsibilities for workers.  This makes clear for recruiters exactly what they are looking for
  • Build up your pool of qualified candidates
  • Follow a careful candidate evaluation process including, testing, behavioral interview questions culture match, customer interviews, and a work area tour.  These should reflect the job responsibilities
  • Complete thorough background checks including employment history, employment references, education, criminal records, credit history and drug testing
  • A written offer letter that spells out:
    • Position – The title of the job and key functions. Reporting relationship is a useful clarification.
    • Salary – Clearly state the salary, frequency of pay and pay method.
    • Benefits – State any applicable benefits and when they become available to the employee.
    • Dates – Mention when you want an answer, the expected start date and hours and days per week.
    • Relevant Documents – Reference any documents the employee needs to sign before employment (e.g. Receipt of Employee Handbook, W-4, I-9, Non-compete agreements, Confidentiality Agreement, etc.)

2. Focus and Engagement

Define your organization’s goals so the workforce understands what they need to accomplish to support those goals.  Straight-forward expectations about performance and behavior help employees accomplish what you want while achieving employee satisfaction.

  • You should frequently review company direction, goals, values, and vision with your workforce in ways that they remember and adopt
  • Train supervisors how to give clear, effective direction, provide feedback, and demonstrate their own commitment to team success.  The days of allowing harassment or bias against an employee or set of workers by supervisors are gone!
  • Provide a workplace where employees want to come to the job each day
  • Your front-line supervisors are responsible for creating a work environment which encourages the ability and desire of workers to act in empowered ways.

3. Feedback for a Better Workforce

Regularly offer employee feedback to let them know how well they are doing:

  • Supervisors need to embrace change if it means increasing productivity
  • Effective supervisory feedback means that workers know how they are doing daily, via a posted measurement system, verbal or written feedback, and meetings
  • Construct a process to help both supervisor and employee understand and deal with performance problems.  It should include improvement areas in which workers are underperforming. The system needs to be written and include measurements and timelines. The bottom line of this process is to assist the employee improve performance with the supervisor’s help.

4. Employee Recognition for a Better Workforce

Provide a recognition system that rewards and recognizes people for real contributions:

  • Offer competitive pay rates.  Include performance-based methods such as incentives and bonuses for reaching certain results. Stay aware of market salaries to maintain fair pay. if necessary, pay above market for select, scarce positions
  • Figure out how to thank employees regularly.  Also, support periodic low cost recognition (e.g. work-related anniversaries, performance awards, and team recognition lunches)
  • Provide a benefits package.

5. Ongoing Training

Provide training, development, and education to build a better workforce and supervisory group.    It should start with new employee onboarding and continue from there.

To retain employees and achieve a high productivity workforce, begin with a positive employee orientation. Start by giving new hires a complete overview of the business, the makeup of the work, benefits, and how his job complements the entire company.  This helps the new recruit carry out his job effectively as swiftly as possible.

  • Offer regular technical, developmental, safety and managerial training and development. The type of training depends on the job.  Dr. John Sullivan recommends each worker receive 40 or more hours of training annually
  • Use cross-training for each position.  Include employee skill testing and periodic, on-the-job training and demonstration of capability, for hands-on jobs
  • Make available regular management and leadership training from both internal and external sources
  • Make continuous learning a business goal. Build this into the company culture
  • Identify the desired outcome of the training.  Track and document the results.  And remember to recognize workers and supervisors who join in these activities.  That will encourage efforts toward a better workforce.

Interested in learning more about how to have a better workforce or increase productivity? Then you can find more information at www.flexicrew.com.

Five Keys to Get a Promotion in 2019

January 14th, 2019   •   Promotion   •   no comments   

If you want to get a promotion in 2019, performing the bare minimum and blending in with your work associates is over.  This year you must exceed expectations, stand out and let your manager know your promotion objectives. Knowing how to get a promotion isn’t that difficult.  You need to work hard and stay engaged.

And follow these 5 keys to get a promotion…

1. THE Key Conversation to Get a Promotion

You need to tell your supervisor that you want a promotion because he cannot read your mind.  Too many workers avoid THE key conversation and then blame their boss if they don’t get a promotion.

Your supervisor can’t simply guess you aspire to a bigger title with more responsibility.  You need to be the one to inform them that you want to get a promotion and a raise.

That can be an uncomfortable discussion, but it’s THE key one. You should discuss what you want: what salary you want, the title you want, additional opportunities that you seek.

You may not get there right away. Promotions require a process.  But it makes sense if you have that conversation upfront.  Because then they can give you feedback if you’re ready for that desired role.  And they can keep an eye open for substantial assignments or responsibilities with you in mind.

And also, when they are budget planning they have an opportunity to allocate a salary increase for you sice you made it known what motivates you.

In summary, your supervisor likely can prepare you for the type of broadened responsibilities you want. But they first have to know what you want.

On the other hand, if you’re seeking to get a near term raise or to get a promotion in the near future, you’ve got to convince your boss why you deserve it. You should understand the value you bring to the table for your company.  You should be able to assert what you’ve accomplished since the last time you had a bump in salary.

2. Decide the Improvements Your Company Needs and Concentrate on Them

An established way to get a promotion is to solve problems that others can’t.  Look for inefficiencies or problems in your company.  Then, focus your efforts on improving those areas.

Self-starters and go-getters make an impression on every boss.  An employee who shows resourcefulness in areas where the business may be weak raises his stock for a promotion.

Doing what needs to get done to stand out is important. But, equally important, you can’t hide your accomplishments.

3. At Least once a Week, Point Out Your Efforts to Managers

Drawing attention to your achievement should be done frequently.  Like on a weekly basis.  Advise your manager each time you accomplish an important task, solve a key problem, or excel at any other important performance indicator. It might seem like bragging, but your higher-ups might not otherwise recognize that you’re outshining your peers.

4. Maintain Open Dialogue

Ideally, you should be having regular, open conversations with your supervisor on your future at the company.

If you did this but you didn’t get a promotion, arrange a chat with your supervisor a few months in the future.  Plan to confirm whether you’re developing skills and performance to qualify for a new position.

Discuss what you want with your boss.  Make sure that he knows what position, salary and opportunities you want and over what timeframe.  Talk to your boss about your goals and mention why you want to get promoted. This open dialogue between you and your supervisor helps maintain a matching vision about your career.

5. Maintain Strong Peer Relationships

So, you wish to get a promotion?  Then this may sound counterintuitive.  But, you need to concentrate on more than your independent efforts. You’re actually only as good as the people you work with.  Try looking at your team members to observe who could use your support in their work activities. The more favorable impression you make on your co-workers, the more likely they will give positive feedback to the manager about your work ethic. Thus, your talent for collaboration can be just as important as your ability to work separately. Successful promotion seekers need to have a balance of strong personal achievement with ability to obtain results through teamwork.

Get comfortable working collaboratively with a range of employees to deliver team results.  So, top talent needs the ability to work seamlessly across different sections of the organization as part of their ability to get a promotion.

The Keys To Get A Promotion?

Five steps.

Promotion is earned through THE meeting, performing like a boss, highlighting accomplishments, communication and collaboration.

Turn the key.

Ask the Flexpert…Why is Employee Recognition and Appreciation Important?

November 19th, 2018   •   Employee Recognition   •   no comments   

Employee recognition and appreciation pays solid dividends to businesses that excel in this.

Results of Employee Recognition and Appreciation

Ask the Flexpert

Firms that have a genuine process of recognizing employees have:

  • improved morale
  • stronger employee engagement
  • reduced worker turnover and
  • superior customer service

Results produced by employee recognition and appreciation programs have been as much as 50% greater productivity and up to a 20% increase in business outcomes.

So…

Purpose of Employee Recognition

Employee appreciation helps to salute hard work and the accomplishments of your individuals and groups. The reason you create an ongoing system of employee recognition is to:

  • build an employee-company emotional connection
  • make employees feel valued and respected
  • support your employees’ efforts and
  • reflect your company’s culture and values

With these in mind, give a tip-of-the-hat “thank you” to your top workers this Thanksgiving. Begin to plan for starting a systematic employee recognition and appreciation strategy for next year.

Your Next Step:

So, do some research, and when you are ready, contact Flexicrew Staffing. Of course, we are committed to helping businesses successfully improve operations, manage ROI and achieve greater workforce flexibility. So locate your local Flexicrew office and let’s get to work!

Then, if you still have questions, give us a call at 1-866-720-3539 (FLEX) for the answers to your staffing needs!

6 Ways to Show Employee Appreciation at Thanksgiving

November 15th, 2018   •   Employee Recognition   •   no comments   

Thanksgiving is a time we give thanks for family and friends and it’s equally important to show employee appreciation. Although you should express gratitude to your staff all year, Thanksgiving is a perfect time to boost your attempts to show them how much you are grateful their contributions.6 ways to show employee appreciation at Thanksgiving

And, as one of the Southeast’s top staffing agencies, Flexicrew Staffing knows that saying ‘thank you’ is much more than just a feel-good exercise. It can make a measurable impact on productivity, worker engagement  and profits. Also, the way you show employee appreciation is frequently the way they will treat your customers.

Equally, It’s important to define how employees want to be recognized, given their work environments and their job roles.

6 Ways to Show Employee Appreciation at Thanksgiving

To help you get started, here are six ways to show employee appreciation:

 

1. You’ve got to express your thanks

Each member of your team wants to know they are appreciated and that there is meaning and purpose to what they do.  And a simple ‘thank you’ for efforts or contributions or even going the extra mile is the easiest, fastest and least costly way to show employees you care  and notice their contributions. So get into the habit of saying ‘thank you.’  When was the last time you thanked an employee for a job well done?  And realize that recognition is best when it is specific and timely.

Another good way to show employee appreciation is in writing.  A simple way say ‘thanks’ is to jot a handwritten note. Just be specific with your employee and add at least one mention of a major strong point, behavior or completed assignment that you really appreciated and why.

2. Shine light on top performers

Send out an email to your entire staff recognizing certain employees for their excellent performance. You can promote their performance, too, in your company newsletter to customers.  Don’t hide their success under a bushel basket.

3. Casual conversations

Schedule a casual meeting with each employee to talk more about performance. But don’t simply talk about your goals and expectations.

Keep it low key.  Attempt to get to know them better. Ask about their career hopes and aspirations and how you can help them achieve more. Find out how they think things are going on the job and find out what you can do to give them more support.

4. Describe opportunities for career or job growth

Show your employees how much you trust and respect them by offering growth opportunities. By expanding access to opportunity, not only will you enhance their skills, but their loyalty as well.  Whether you recommend a stretch assignment, you can enhance their personal growth while also rewarding employees.

5. Employee appreciation day

By all means, if you want a formal event, plan an employee appreciation day once a month. Then you would highlight one or two staff members who have made an especially big impact that month. Not only will you recognize a top performer, but you’ll also stimulate others to work harder and expand their performance.   Look at it as a meaningful way to foster employee engagement, thank employees for their hard work and build employee camaraderie.

6. Reward system

Develop a program where every time an employee meets a goal or completes a project, they can earn points towards prizes.

Start to Show Employee Appreciation

In short, don’t assume your staff knows how much you value and appreciate them. Your responsibility is to show it – and these six suggestions are useful ways to start.  You will strengthen the emotional relationship between your organization and the people who deliver your results.

Do you need more help finding top performers for your team?

Call Flexicrew. As one of  the Southeast’s top staffing agencies, we have years of experience serving employers – and helping them find truly exceptional people. Contact us today to learn more!